The 30-minute initial phone screen with the Talent Acquisition Specialist was an easy-going, general conversation to confirm experience, cultural add to the team, and compensation expectations. The second interview for this role was with the VP of People & Culture and more challenging, as it consisted of many situational questions in the span of 45 minutes. The situations presented were a reflection of the problems someone in the role would work on. This approach benefits candidates that are quick on their feet but an assessment phase would even out the playing field for candidates who are more methodical, as it’d be a reflection of the business environment (i.e. you’re not always asked to solve a problem on the spot and should be given an opportunity to reflect on best practices and past experiences).